Flexibilization without hesitation? Temporary contracts and job satisfaction

Chadi, Adrian; Hetschko, Clemens

doi:10.1093/oep/gpv053

Cited by 41 publications

(40 citation statements)

References 52 publications

(49 reference statements)

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“…While the effects of the liberalisation of temporary contracts have been studied in relation to many macroeconomic variables, such as unemployment, employment, turnover (Bertola, 1990;Wasmer, 1999, Cahuc et al, 2016, and microeconomic variables, such as individual welfare, job satisfaction, and productivity (Chadi & Hetschko, 2016;Garcia-Perez, Marinescu, & Castello, 2019;Tealdi, 2019), no studies have focused on the impact on job mobility. While the effects of the liberalisation of temporary contracts have been studied in relation to many macroeconomic variables, such as unemployment, employment, turnover (Bertola, 1990;Wasmer, 1999, Cahuc et al, 2016, and microeconomic variables, such as individual welfare, job satisfaction, and productivity (Chadi & Hetschko, 2016;Garcia-Perez, Marinescu, & Castello, 2019;Tealdi, 2019), no studies have focused on the impact on job mobility.…”

Section: Conclusion and Policy Implicationsmentioning

confidence: 99%

The role of job uncertainty in inter‐regional commuting: The case of Italy

Parenti

Tealdi

2019

Growth and Change

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This paper studies the evolution of the determinants of inter‐regional commuting in Italy in the period 1992–2016, during which the labour market has been significantly reformed. To capture the changes in commuting patterns, the analysis of the role of individual, job, firm, and regional characteristics is performed. Specifically, the focus is on the impact of job uncertainty at both micro and macro level, through the analysis of the way the diffusion of temporary contracts has affected the decision to commute for work. The findings suggest that in more recent years workers hired on a temporary contract are more likely to commute to another region. Moreover, the higher the relative share of temporary contracts in the region of residence, the higher the probability of commuting across regions. These findings support the idea that the strong utilisation of (short) temporary contracts represents a push factor, which drives workers away in search of better job opportunities, with potentially negative consequences for poorly performing regions.

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Section: Conclusion and Policy Implicationsmentioning

confidence: 99%

The role of job uncertainty in inter‐regional commuting: The case of Italy

Parenti

Tealdi

2019

Growth and Change

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“…A few papers analyze the well-being effects of taxation, temporary contracts or welfare-to-work policies (e.g. Frey and Stutzer 2012;Levinson 2012;Akay et al 2012;Knabe et al 2015;Chadi and Hetschko 2016a). This paper complements this strand of research, as there is hardly any evidence on how family policies and workplace interventions affect well-being and work-life balance.…”

Section: Related Literaturementioning

confidence: 93%

Helping with the Kids? How Family-Friendly Workplaces Affect Parental Well-Being and Behavior

Lauber

Storck

2016

SSRN Journal

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Abstract Despite political efforts, balancing work and family life is still challenging. This paper provides novel evidence on the effect of firm level interventions that seek to reduce the work-life conflict. The focus is on how a specific workplace policy, namely childcare support, affects the well-being, working time, and caring behavior of mothers with young children. We exploit the fact that since the mid 2000s an increasing number of employers have become proactive and implemented more family-friendly workplaces. These changes over time allow us to identify causal effects of childcare support using a difference-in-differences approach combined with matching. Based on a large panel dataset on families with children in Germany (FiD), we find evidence pointing to welfare enhancing effects of childcare support, as it strongly increases both childcare satisfaction and job satisfaction. In particular mothers who worked limited hours before the introduction, possibly due to constraints, increase their working time and use formal care more intensively. Satisfaction levels are also more strongly affected if mothers are career-orientated. In comparison, flexible work schedules, another family-friendly policy, only affect job satisfaction. Paternal well-being and behavior is not affected by the workplace policy. Terms of use: Documents inJEL Classification: I31, J13, J22, J28

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“…People with temporary work contracts report lower job satisfaction than people with permanent contracts. This is not because the characteristics of the job are considered to be less valuable, or that they would affect social identity, but rather because temporary employment is associated with a lack of job security [12]. This can also be deduced from the fact that the differences in reported job satisfaction are lower in regions with low unemployment.…”

Section: Flexicuritymentioning

confidence: 99%